The Department of Labor is committed to helping young workers
find those positive and early employment experiences that can be so important
to their development, but the work must be safe. The youth employment
provisions of the FLSA were enacted to ensure that when young people work, the
work does not jeopardize their health, well-being or educational opportunities.
Employers are subject to the youth employment provisions generally under the
same coverage criteria as established for the other provisions of the FLSA.

It is an unfortunate fact that children do get injured, even
killed, in the workplace. The National Institute for Occupational Safety and
Health estimates that 160,000 American children suffer occupational injuries
every year—and 54,800 of these injuries are serious enough to warrant emergency
room treatment.

Both Federal and State laws govern the employment of young
workers and when both are applicable, the law with the stricter standard must
be obeyed.

The Federal youth employment provisions do not:

require minors to obtain "working papers" or "work permits," though many States do;

restrict the number of hours or times of day that workers 16 years of age and older may be employed, though many States do;

apply where no FLSA employment relationship exists;

regulate or require such things as breaks, meal periods, or fringe benefits;

regulate such issues as discrimination, harassment, verbal or physical abuse, or morality, though other Federal and State laws may.

Minimum Age Standards For Employment

The FLSA and the youth employment regulations issued at
29 CFR, Part 570,
establish both hours and
occupational standards for youth. Children of any age are generally permitted
to work for businesses entirely owned by their parents, except those under age 16
may not be employed in mining or manufacturing and no one under 18 may be
employed in any occupation the Secretary of Labor has declared to be hazardous.

18

Once a youth reaches 18 years of age, he or she is no longer
subject to the Federal youth employment provisions.

16

Basic minimum age for employment. Sixteen- and 17-year-olds
may be employed for unlimited hours in any occupation other than those
declared hazardous by the Secretary of Labor.

14

Young persons 14 and 15 years of age may be employed outside
school hours in a variety of non-manufacturing and non-hazardous jobs for
limited periods of time and under specified conditions.

Under 14

Children under 14 years of age may not be employed in
non-agricultural occupations covered by the FLSA. Permissible employment for
such children is limited to work that is exempt from the FLSA (such as
delivering newspapers to the consumer and acting). Children may also perform
work not covered by the FLSA such as completing minor chores around private
homes or casual baby-sitting.

OCCUPATIONS BANNED FOR ALL
MINORS UNDER THE AGE OF 18

The Hazardous
Occupations Orders (HO)

The FLSA establishes an 18-year minimum age for those
nonagricultural occupations that the Secretary of Labor finds and declares to
be particularly hazardous for 16- and 17-year-old minors, or detrimental to
their health or well-being. In addition, Child Labor Regulation No. 3 also
bans 14- and 15-year-olds from performing any work proscribed by the HOs.
There are currently 17 HOs which include a partial or total ban on the
occupations or industries they cover.

HO 1. Manufacturing or
storing explosives—bans minors
working where explosives are manufactured or stored, but permits work in retail
stores selling ammunition, gun shops, trap and skeet ranges, and police
stations.

HO 2. Driving a motor
vehicle or work as an outside helper on motor vehicles—bans operating motor vehicles on public roads and
working as outside helpers on motor vehicles, except 17-year-olds may drive
cars or small trucks during daylight hours for limited times and under strictly
limited circumstances (seeFact Sheet #34
in this series for information about on-the-job driving).

HO 6. Exposure to radioactive substances and ionizing
radiation—bans employment of minors where they are exposed to radioactive
materials.

HO 7. Power-driven hoisting apparatus—bans operating,
riding on, and assisting in the operation of most power-driven hoisting
apparatus such as forklifts, non-automatic elevators,
skid-steers, skid-steer loaders,
backhoes, manlifts, scissor lifts, cherry pickers, work-assist
platforms, boom trucks, and cranes. Does not apply to chair-lifts at ski
resorts or electric and pneumatic lifts used to raise cars in garages and
gasoline service stations.

HO 8. Power-driven metal-forming, punching and shearing
machines—bans the operation of certain power-driven metal-working machines
but permits the use of most machine tools.*

HO 9. Mining, other than coal—bans most jobs in mining
at metal mines, quarries, aggregate mines, and other mining sites including
underground work in mines, work in or about open cut mines, open quarries, and
sand and gravel operations.

HO 10. Power-driven meat-processing machines, slaughtering
and meat packing plants—bans the operation of power-driven meat processing
machines, such as meat slicers, saws and meat choppers, wherever used
(including restaurants and delicatessens). Also prohibits minors from cleaning
such equipment, including the hand-washing of the disassembled machine parts. This
ban also includes the use of this machinery on items other than meat, such as
cheese and vegetables. HO 10 also bans most jobs in meat and poultry slaughtering,
processing, rendering, and packing establishments.*

HO 12. Balers, compactors, and power-driven paper-products
machines—bans the operation of all compactors and balers and certain
power-driven paper products machines such as platen-type printing presses and
envelope die cutting presses. Sixteen- and 17-year-olds may load, but not
operate or unload, certain scrap paper balers and paper box
compactors under very specific guidelines (seeFact Sheet #57).*

HO 13. Manufacturing of brick, tile and related products—bans
most jobs in the manufacture of brick, tile and similar products.

HO 14. Power-driven circular saws, band saws, guillotine
shears, chain saws, reciprocating saws, wood chippers, and abrasive cutting
discs—bans the operation of, and working as a helper on, the named types of
power-driven equipment, no matter what kind of items are being cut by the equipment.*

HO 15. Wrecking, demolition, and ship-breaking operations—bans
most jobs in wrecking, demolition, and ship-breaking operations, but does not
apply to remodeling or repair work which is not extensive.

HO 16. Roofing operations and work performed on or about a
roof—bans most jobs in roofing operations, including work performed on the
ground and removal of the old roof, and all work on or about a roof*
(seeFact Sheet #74)

HO 17. Trenching and excavation operations—bans most
jobs in trenching and excavation work, including working in a trench more than
four feet deep.*

* The regulations provide a limited exemption from HOs 5, 8,
10, 12, 14, 16 and 17 for apprentices and student-learners who are at least 16
years of age and enrolled in approved programs.

The term "operation" as used in HOs 5, 8, 10, 11, 12
and 14 generally includes the tasks of setting up, adjusting, repairing, oiling
or cleaning the equipment.

HOURS OF WORK AND
PERMITTED OCCUPATIONS FOR 14- AND 15-YEAR-OLDS IN NONAGRICULTURAL EMPLOYMENT

The Federal youth employment provisions limit the times of
day, number of hours, and industries and occupations in which 14- and 15-year-olds
may be employed.

Child Labor Regulation
No. 3,
29 C.F.R. § 570.35, limits the
hours and the times of day that 14- and 15-year-olds may work to:

outside school hours;

no more than 3 hours on a school day , including Fridays;

no more than 8 hours on a nonschool day;

no more than 18 hours during a week when school is in session;

no more than 40 hours during a week when school is not in session;

between 7 a.m. and 7 p.m.—except between June 1 and Labor day when the evening hour is extended to 9 p.m.

Child Labor Regulation No. 3,
29 C.F.R. §§ 570.33
lists some of the jobs that 14- and 15-year-olds may not hold. The following is just a sample of prohibited occupations:

They are prohibited from working in any of the Hazardous Orders or in most occupations involving transportation, construction, warehousing, communications and public utilities.

They may not work in processing, mining, in any workroom or workplace where goods are manufactured or processed, in freezers, or in meat coolers.

They may not operate or tend any power-driven machinery, except office machines.

They may not perform any baking operations.

They may not be employed in youth peddling, sign waving, or door-to-door sales activities.

They may not work from ladders, scaffolds, or their substitutes.

They may not be employed to catch or coop poultry.

Child Labor Regulation No. 3,
29 C.F.R. §§ 570.34
lists those jobs that 14- and 15-year-olds may hold.
WHAT IS NOT PERMITTED IS PROHIBITED:

They may work in most office jobs and retail and food service establishments.

They may be employed in occupations such as bagging groceries, office work, stocking shelves, and cashiering.

They may work in intellectual or artistically creative occupations such as teacher, musician, artist, and performer.

They may perform limited kitchen work involving the preparation of food and beverages.

They may perform only limited cooking duties (see Fact Sheet #58). They may cook over electric or gas grills that do not involve cooking over an open flame and they may cook with deep fryers that are equipped with and utilize a device that automatically lowers the baskets into the hot oil or grease and automatically raised the baskets from the hot oil or grease.

They may clean cooking equipment and surfaces (not otherwise prohibited), and filter, transport, and dispose of grease as long as the temperature of the surfaces, containers, and grease do not exceed 100°F.

Properly certified 15-year-olds may work as lifeguards and swimming instructors at traditional swimming pools and water amusement parks.

Special Provisions Permitting the Employment of
15-year-olds, but not 14-year-olds, as Lifeguards at Traditional Swimming Pools
and Water Amusement Parks

Regulations, 29 C.F.R. § 570.34(l) permits the employment of
15-year-olds as lifeguards at traditional swimming pools and water amusement
parks when such youth have been trained and certified by the American Red
Cross, or a similar certifying organization, in aquatics and water safety. The
federal child labor provisions require that a 15-year-old must acquire additional
certification if he or she is to be employed as a swim instructor.

A traditional swimming pool means a water-tight structure of
concrete, masonry, or other approved materials located either indoors or
outdoors, used for bathing or swimming and filled with a filtered and
disinfected water supply, together with buildings, appurtenances and equipment
used in connection therewith.

A water amusement park means an establishment that not only
encompasses the features of a traditional swimming pool, but may also include
such additional attractions as wave pools; lazy rivers; specialized activities
areas such as baby pools, water falls, and sprinklers; and elevated water
slides. Properly certified 15-year-olds would be permitted to be employed as
lifeguards at most of these water park features, but not as attendants or
dispatchers at the top of elevated water slides.

Not included in the definition of a traditional swimming
pool or a water amusement park would be such natural environment swimming
facilities as rivers, streams, lakes, reservoirs, wharfs, piers, canals, or
oceanside beaches. Lifeguards must be at least 16 years of age to be employed at
such natural environment facilities.

For more information about these provisions, please read
Fact Sheet # 60:
Application of the Federal
Youth Employment Provisions of the Fair Labor Standards Act (FLSA) to the
Employment of Lifeguards.

Special Provisions Permitting the Employment of Certain
Minors in Places of Business that Use Machinery to Process Wood Products

Section 13(c)(7) of the FLSA permits the employment of certain
minors between the ages of 14 and 18 inside and outside of places of businesses
where machinery is used to process wood products. This exemption applies only
to a minor who is:

exempt from compulsory school attendance beyond the eighth grade either by statute or judicial order, and,

is supervised in the work place by an adult relative or adult member of the same religious sect or division as the minor.

Although a minor meeting these requirements may be employed
inside and outside of places of businesses that use machinery to process wood
products—activities normally prohibited by Child Labor Regulation No. 3 and HO
4—the minor is still prohibited from operating, or assisting to operate, any
power-driven woodworking machines. This prohibition includes the starting and
stopping of the machines and the feeding of materials into the machines as well
as the off-bearing of materials from the machines. Such minors are also
prohibited from cleaning, oiling, setting-up, adjusting and maintaining the
machines. In addition, such minors must be protected from wood particles or
other flying debris within the workplace by a barrier appropriate to the
potential hazard of such wood particles or flying debris or by maintaining a
sufficient distance from machinery in operation. The minor is also required to
use personal protective equipment to prevent exposure to excessive levels of
noise and sawdust (seeFact Sheet No. 55
in this series for more information about this
exemption).

Work Experience and Career Exploration Program (WECEP)

This program is designed to provide a carefully planned work
experience and career exploration program for 14- and 15-year-old youths who
can benefit from a career-oriented educational program designed to meet the
participants' needs, interests and abilities. The program is aimed at helping
youths to become reoriented and motivated toward education and to prepare them
for the world of work.

State Departments of Education are granted approval to operate
a WECEP by the Administrator of the Wage and Hour Division for a 2-year period.
Certain provisions of CL Reg. 3 are modified for 14- and 15-year-old
participants during the school term.

They may work during school hours.

They may work up to 3 hours on a school day; and as many as 23 hours in a school week.

They also may work in some occupations that would otherwise be prohibited under a variance issued by the Administrator, but they may not work in manufacturing, mining or any of the 17 Hazardous Occupations.

Work-Study Programs (WSP)

Some
of the provisions of Child Labor Regulation No. 3 are varied for 14- and
15-year-old participants in approved school-administered WSPs. A WSP
participant must be 14 or 15 years of age, enrolled in a college preparatory
curriculum, and be identified by authoritative personnel from his or her school
as being able to benefit from a work-study program.

Employment
of participants in WSPs shall be confined to not more than 18 hours in any one
week when school is in session, a portion of which may be during school hours
in accordance with the following formula that is based upon a continuous
four-week cycle:

In three of the four weeks, the participant is permitted to work during school hours on only one day per week, and for no more than for eight hours on that day.

During the remaining week of the four-week cycle, the participant is permitted to work during school hours on no more than two days, and for no more than for eight hours on each of those two days.

The employment of WSP
participants is still subject to the time of day and number of hours standards
contained in 29 C.F.R. §§ 570.35(a)(2), (a)(3), (a)(4), and (a)(6). The superintendent
of the public or private school system wishing to supervise and administer a
WSP as discussed in this section must first receive permission form the
Administrator of the Wage and Hour Division.

Enforcement and Penalties

Investigators of the Wage and Hour Division who are stationed
across the U.S. enforce the youth employment provisions of the FLSA. As the
Secretary of Labor's authorized representatives, they have the authority to
conduct investigations and gather data on wages, hours, and other employment
conditions or practices, in order to determine compliance with all the
provisions of the FLSA.

Violators of the youth employment provisions may be subject to
a civil money penalty of up to $11,000 for each minor employed in violation.
Penalties for violations that cause the death or serious injury of a minor may
be increased to as much as $50,000 and those penalties may be doubled (up to
$100,000) when the violations are determined to be willful or repeated.

The FLSA prohibits the shipment in interstate commerce of
goods that were produced in violation of the Act’s minimum wage, overtime, or
youth employment provisions. The FLSA authorizes the Department of Labor to
obtain injunctions to prohibit the movement of such "hot goods." The
FLSA also authorizes the Department to obtain injunctions against violators of
the youth employment provisions to compel their compliance with the law.
Further violations could result in sanctions against such persons for contempt
of court. Willful youth employment violators may face criminal prosecution and
be fined up to $10,000. Under current law, a second conviction may
result in imprisonment.

Where to Obtain Additional Information

For more information on youth employment laws, visit the
YouthRules! Web site at
www.youthrules.dol.gov
or call toll-free 1-866-4US-WAGE (1-866-487-9243).